창업기업의 조직문화에서 직무자율성이 혁신행동과 이직의도에 미치는 영향: 직무열의의 매개효과를 중심으로

초록

In the unpredictable and uncertain business environment, startup companies with small management resources require a higher level of innovation than before to grow, and the importance of managing and retaining excellent human capital has emerged. The purpose of this study is to analyze the effect of job autonomy on organizational members' innovation behavior and turnover intention through the mediating effect of job commitment in the work environment of Korean start-up companies. The sample was limited to employees of start-up companies with more than one year and less than seven years of experience, and 262 data were collected and used. The path coefficients between the variables in the study were analyzed using structural equations to verify the causal and mediating effects between the variables. The independent variable for this study is job autonomy, the mediator is job commitment, and the dependent variables are innovation behavior and turnover intention. The results of the empirical analysis are summarized as follows. First, job autonomy was found to have a positive effect on job commitment and innovation behavior, but a negative effect on turnover intention, supporting the results of previous studies. Second, the effect of job commitment on innovation behavior mediated by job autonomy was found to be positive, but the effect of job autonomy on turnover intention was found to be negative. In other words, high levels of job autonomy and job commitment are found to increase innovation behavior and decrease turnover intention. In addition, the study concluded that the improvement of job autonomy and job commitment of startup employees positively affects organizational innovation behavior and turnover intention, and the verification of the relationship between the two factors makes us aware of the importance of factors affecting organizational members' innovation behavior and turnover intention.

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